Employee Anti-Harassment Training Knowledge Assessment

A hospital can be held liable for the inappropriate behavior of its patients.

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Answer explanation

The fact that sexual harassment can be perpetrated by a company’s clients, customers, or any other segment of the public with whom they interact often gets overlooked

Frequently teasing an employee because they are older is not prohibited conduct.

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Answer explanation

Employees age 40 and over are protected against harassment based on age. If the teasing is egregious or frequent enough that it creates a hostile work environment, it would be considered unlawful harassment.

Lesley asked Tim out on a date. Unbeknownst to Lesley, Tim is married and was offended. Tim should file a harassment complaint with HR.

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Answer explanation

It is not harassment to ask someone out, ONCE, but if they decline and the requests continue, then it crosses the line into harassment and should be reported to HR.

To be considered illegal, harassment in the workplace must

(1) be based on the victim’s protected class, and (2) be frequent or severe.

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Answer explanation

This includes sex, gender, race, color, religion, national origin, disability, and age. Without meeting BOTH criteria, the unwelcome behavior may still be rude and/or obnoxious and not welcome at QPS.

HR doesn’t need to investigate if an employee complains that a co-worker texted offensive photos to their personal device outside of work hours.

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Answer explanation

Companies can be held accountable for their workers’ behavior regardless of where and when the potential harassment occurred, and whether the offensive content appeared on an employee’s own computer, phone, or tablet.

Sexual harassment is not limited to physical contact. It can occur any time that an individual is uncomfortable with another person’s approaches, comments, or discussions.

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Answer explanation

The law defines sexual harassment as unwelcome verbal, visual, non-verbal, or physical conduct of a sexual nature or based on someone’s sex, including sexual orientation, gender identity, or pregnancy, that is frequent or severe and affects working conditions or creates a hostile work environment. 

An employee witnesses another employee being harassed. Even though this involved a co-worker, the witness can be considered a victim in this case.

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Answer explanation

If someone witnesses offensive conduct, they may be a victim of harassment, even if they were not directly harassed. A victim does not have to be the person harasses, but can be anyone affected by the offensive conduct.

Claims to the intent of the alleged harasser, such as “I didn’t mean anything by it” , “They can’t take a joke”, or “He hugs all the women”, are considered when determining whether or not sexual harassment has occurred.

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Answer explanation

These statements are neither excuses or defenses. Under the law, actual intent is irrelevant. What is relevant is the impact of the behavior on the recipient. Intent is defined by what someone says and does and its impact on the alleged victim, not by what the alleged harasser “meant”.

It takes several incidents over a period of time to fully establish a hostile working environment.

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Answer explanation

Severe acts may be judges based on a single act. (A single act of severe harassment can be actionable, in certain, limited circumstances)

While at work, Janet frequently makes personal phone calls to her friends. Her conversations are loud and generously sprinkled with sexually explicit language. Her co-workers cannot help but overhear her conversations.

Janet’s behavior CANNOT be interpreted as sexually harassing because she is not addressing her language directly towards her co-workers.

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